4 ms·

I take it you couldn't be bothered to read the links or look at the research behind the theory before ridiculing it? The idea is that after a certain point, fin

I take it you couldn't be bothered to read the links or look at the research behind the theory before ridiculing it? The idea is that after a certain point, financial motivation doesn't lead to better work - to motivate you need to fulfill higher-level needs like ownership, purpose, autonomy, etc. Your statement about management not being skilled work makes no sense. Do you have some evidence that paying managers more leads to better performance?

goatinaboat 7y ago
Do you have some evidence that paying managers more leads to better performance? There is no such evidence yet manager’s reward themselves and their peers lavishly anyway. That’s the point. The research is a scam to justify underpaying skilled workers so management can keep it all for themselves.
- solidasparagus 7y ago
  That is literally the opposite of what the research says. It says that after a certain point, financial reward is not a good way to encourage strong performance. It says low-wage workers can be incentivized with higher pay, but high-wage workers need more intrinsic reward because pay is not an effective incentive once people are financially comfortable. At least open the wikipedia page before making such completely incorrect statements.
  - goatinaboat 7y ago
    financial reward is not a good way to encourage strong performance And yet managers are highly paid and incentivised with large bonuses. How do you explain that paradox if pay is not an incentive? Managers can reward themselves and their peers with literally anything and they always choose more money. How do you explain it? Theory and Wikipedia are fine but look at what actually happens in the real world. I read the original research in HBR when it was first published by the way. I didn’t believe it then either.
    - solidasparagus 7y ago
      Because people prioritize their personal finances over company performance? That doesn't sound surprising to me. This is also relatively new and it takes time for traditions to change. When it comes to the real world, you can clearly see this research in action, particularly in the world of software. There has been a shift from offering pure financial incentive (e.g. working in finance) towards more intrinsic rewards (mission-driven, autonomy, ownership, etc that most top-end software companies prioritize)
      - goatinaboat 7y ago
        mission-driven, autonomy, ownership, etc that most top-end software companies prioritize “Top-end software companies” like say Google? Once again you look at the real world and find that companies find a reliable means of attracting and retaining staff is high pay. What if you got paid your bonus not in cash but in paid time off? You could use that time for more self-actualisation. But (pretty much) zero companies offer it and no employees demonstrate a preference for it. In the real world money is what people want.
        solidasparagus 7y ago
        Uh Google is one of the most obvious examples of a company spending a ton of money to boost the non-financial rewards of being an employee. In fact, Google is one of the best examples of this research being applied successfully in the real world... I don't think you have a very open mind in this discussion. People who aren't struggling to pay their bills prioritize things like autonomy, happiness and purpose above cash all the time.

goatinaboat 7y ago

Do you have some evidence that paying managers more leads to better performance? There is no such evidence yet manager’s reward themselves and their peers lavishly anyway. That’s the point. The research is a scam to justify underpaying skilled workers so management can keep it all for themselves.

solidasparagus 7y ago
That is literally the opposite of what the research says. It says that after a certain point, financial reward is not a good way to encourage strong performance. It says low-wage workers can be incentivized with higher pay, but high-wage workers need more intrinsic reward because pay is not an effective incentive once people are financially comfortable. At least open the wikipedia page before making such completely incorrect statements.
- goatinaboat 7y ago
  financial reward is not a good way to encourage strong performance And yet managers are highly paid and incentivised with large bonuses. How do you explain that paradox if pay is not an incentive? Managers can reward themselves and their peers with literally anything and they always choose more money. How do you explain it? Theory and Wikipedia are fine but look at what actually happens in the real world. I read the original research in HBR when it was first published by the way. I didn’t believe it then either.
  - solidasparagus 7y ago
    Because people prioritize their personal finances over company performance? That doesn't sound surprising to me. This is also relatively new and it takes time for traditions to change. When it comes to the real world, you can clearly see this research in action, particularly in the world of software. There has been a shift from offering pure financial incentive (e.g. working in finance) towards more intrinsic rewards (mission-driven, autonomy, ownership, etc that most top-end software companies prioritize)
    - goatinaboat 7y ago
      mission-driven, autonomy, ownership, etc that most top-end software companies prioritize “Top-end software companies” like say Google? Once again you look at the real world and find that companies find a reliable means of attracting and retaining staff is high pay. What if you got paid your bonus not in cash but in paid time off? You could use that time for more self-actualisation. But (pretty much) zero companies offer it and no employees demonstrate a preference for it. In the real world money is what people want.
      - solidasparagus 7y ago
        Uh Google is one of the most obvious examples of a company spending a ton of money to boost the non-financial rewards of being an employee. In fact, Google is one of the best examples of this research being applied successfully in the real world... I don't think you have a very open mind in this discussion. People who aren't struggling to pay their bills prioritize things like autonomy, happiness and purpose above cash all the time.